A stay interview is a one-on-one conversation between an employee and their manager or HR rep. The goal? To understand what keeps employees engaged and what could be improved to make their work experience better. Unlike exit interviews, stay interviews help companies address concerns before employees decide to leave. When done right, they boost engagement, improve retention, and create a more positive workplace.
How is a stay interview different from an exit interview?
Both stay and exit interviews focus on workplace culture and retention, but they serve different purposes:
- Timing: Stay interviews happen while employees are still with the company. Exit interviews happen when they’re on their way out.
- Purpose: Stay interviews uncover what keeps employees happy and engaged. Exit interviews focus on why someone is leaving.
- Impact: Stay interviews help prevent turnover by addressing concerns early. Exit interviews provide hindsight, but the feedback often comes too late to make a difference.
Regular stay interviews help businesses keep great employees instead of scrambling to replace them later.
Pros and cons of stay interviews
Like any workplace strategy, stay interviews come with benefits and challenges.
Pros:
- Better Employee Retention: Addressing problems early can keep top talent from walking out the door.
- Higher Engagement: Employees feel valued when their opinions matter.
- Actionable Feedback: Real-time insights help companies improve culture, management, and job satisfaction.
- Stronger Relationships: Open conversations build trust between employees and leadership.
Cons:
- Needs Follow-Through: If nothing changes after employees share concerns, frustration can grow.
- Time-Consuming: Conducting individual interviews takes effort, especially in large companies.
- Not Always Honest: Some employees might hold back feedback if they fear consequences.
For stay interviews to work, managers must act on the feedback and create a safe space for open conversations.
What questions are asked in a stay interview?
The right questions make all the difference. A good stay interview encourages employees to share what they love—and what could be better. Here are some common ones:
- What do you enjoy most about your job?
- What motivates you to stay here?
- What challenges do you face in your role?
- Do you feel valued and recognized for your work?
- How would you describe our workplace culture?
- What would make your job more enjoyable?
- Have you ever considered leaving? If so, why?
- How can we support your career growth?
These questions give companies a clearer picture of what’s working and what needs fixing.
How should managers prepare for a stay interview?
A well-run stay interview isn’t just about asking questions—it’s about creating a comfortable, open space where employees feel heard. Here’s how managers can prepare:
- Schedule Thoughtfully: Give employees advance notice and pick a time when they’re not rushed or distracted.
- Create a Safe Space: Employees should feel comfortable sharing honest feedback without fear of backlash.
- Ask Open-Ended Questions: Encourage discussion instead of simple yes-or-no answers.
- Listen Actively: Make eye contact, nod, and take notes to show you’re engaged.
- Avoid Defensiveness: If you hear criticism, acknowledge it instead of arguing.
- Follow Up: Show employees their feedback matters by taking action and updating them on any changes.
When done right, stay interviews are a powerful tool for improving workplace satisfaction and keeping employees happy.
